Employee turnover is related to a number of factors. Workers submit resignations due to pay issues, lack of recognition, dissatisfaction with management and no foreseeable opportunities for advancement. One of the more common reasons employees seek work elsewhere is job satisfaction. Employees who are placed in jobs without proper training or end up working in positions that lack adequate challenges trigger morale issues. When such conditions go unresolved, job dissatisfaction affects retention.

Delayed Turnover

During healthy economic periods employees dissatisfied with their jobs are more inclined to look for a better opportunity. In a difficult job market, employees may feel trapped in a job that does not meet their intellectual requirements. Although such conditions may not have an immediate effect on a company's retention index, it does begin to erode morale. Employees become complacent and both productivity and work quality decline. Additionally, absenteeism may increase. As economic conditions improve, the line out the door can have a significant impact on a company’s financial health.

Cross-Training

One way to stimulate job satisfaction is to offer more training and education. When business growth is minimal and no new opportunities exist for current staff, job cross-training is a viable solution. Employees gain a broader view of the business by learning more than one job. By creating new challenges for employees, morale and interest level increases. Professionals benefit from new learning skills. Cross-training increases the knowledge base and helps employees become more proficient. Teamwork increases as employees work together mentoring coworkers involved in the training process.

Work/Life Balance

Many employees find intrinsic rewards in the job they perform, but may still express or silently harbor job dissatisfaction. This occurs when workers experience work overload. Often, when companies experience downsizing, work redistribution occurs resulting in present staff members incorporating additional duties into an existing heavy load. Employees spend many additional hours in the workplace trying to cope with the extra responsibilities. Work overload creates a domino effect; work/life balance is upset causing low morale and eventual turnover. Employers need to remedy the situation to avoid a decline in retention. Re-engineering work processes to streamline duties or providing some temporary support is helpful in restoring the balance.

Selection Process

Increased job satisfaction begins with placing employees in positions that match their skills, abilities and interests. Employees who do not find work intellectually challenging end up bored and disengaged. Workers who are under-qualified for a position feel frustrated and at a loss to add value. Before the selection process, company personnel should review job descriptions that describe the core responsibilities and detail the experience level required for an employee to successfully perform the job. Screening employees based not only on their qualifications, but on their interest level in performing the work, helps in making a successful hire.

About the Author

Jan Simon is a career and life coach with more than 20 years of experience in corporate human resources. She holds a bachelor's degree from Central Michigan University. Simon enjoys writing career articles and is a columnist for the CV Weekly. She also publishes a weekly blog called Life on the Sunny Side.